摘 要
绩效管理作为现代企业管理的重要组成部分，其核心环节之一是目标设定，而目标设定与员工工作满意度之间的关系尚未得到充分探讨。本研究旨在深入分析目标设定方式对员工工作满意度的影响机制，并探索其在不同情境下的作用效果。研究基于社会交换理论和期望理论，通过问卷调查法收集了来自多个行业的523名员工的数据，并采用结构方程模型进行数据分析。结果表明，明确且具有挑战性的目标设定能够显著提升员工的工作满意度，而这一关系受到组织支持感知的中介作用以及员工自我效能感的调节作用影响。此外，研究发现目标设定的效果在高参与度的组织文化中更为显著。本研究的创新点在于将目标设定、组织支持感知与员工自我效能感纳入统一框架进行考察，揭示了目标设定对员工工作满意度的作用路径及其边界条件。这一成果不仅丰富了绩效管理领域的理论研究，还为管理者提供了实践指导，强调了在目标设定过程中注重员工参与、提升组织支持感知及培养员工自我效能感的重要性，从而实现绩效管理与员工满意度的双赢局面。
关键词：目标设定；工作满意度；组织支持感知；自我效能感；绩效管理
Abstract: Performance management, as a critical component of modern enterprise management, has goal setting as one of its core processes. However, the relationship between goal setting and employee job satisfaction remains underexplored. This study aims to analyze the influence mechanism of goal-setting approaches on employee job satisfaction and investigate their effects under different contextual conditions. Grounded in social exchange theory and expectancy theory, data were collected from 523 employees across multiple industries using a questionnaire survey method, and structural equation modeling was employed for data analysis. The results indicate that clear and challenging goal setting significantly enhances employee job satisfaction, with this relationship being mediated by perceived organizational support and moderated by employee self-efficacy. Additionally, the study finds that the effectiveness of goal setting is more pronounced in organizational cultures with high employee engagement. A key innovation of this research lies in integrating goal setting, perceived organizational support, and employee self-efficacy into a unified fr amework, revealing the pathways through which goal setting influences employee job satisfaction and identifying its boundary conditions. These findings not only enrich theoretical research in the field of performance management but also provide practical guidance for managers, emphasizing the importance of fostering employee participation, enhancing perceived organizational support, and cultivating employee self-efficacy during the goal-setting process to achieve a win-win situation between performance management and employee satisfaction.
Keywords: Goal Setting; Job Satisfaction; Perceived Organizational Support; Self-Efficacy; Performance Management
目 录
一、绪论 1
（一）研究背景与意义 1
（二）国内外研究现状综述 1
（三）研究方法与技术路线 2
二、绩效管理与目标设定理论基础 2
（一）绩效管理的核心概念解析 2
（二）目标设定的理论框架分析 3
（三）员工工作满意度的定义与维度 3
（四）目标设定与满意度的关系假设 4
三、目标设定对员工满意度的影响机制 4
（一）目标清晰度与员工满意度的关系 4
（二）目标挑战性对满意度的作用机制 5
（三）反馈机制在目标设定中的作用 5
（四）公平性感知对满意度的影响 6
四、实证研究与案例分析 6
（一）研究设计与数据收集方法 6
（二）实证模型构建与变量测量 7
（三）数据分析结果与讨论 7
（四）案例企业目标设定实践分析 8
结论 8
参考文献 10
致 谢 11
